J!!!I UNITEDST/JTES · 2020-05-19 · 475 L’ENFANT PLAZA SW WASHINGTON DC 20260-4100 DOUG A. TULINO VICE PRESIDENT, LABOR RELATIONS May 19, 2020 OFFICERS SUBJECT: COVID-19 Memoranda

475 L’ENFANT PLAZA SW WASHINGTON DC 20260-4100 WWW.USPS.COM

DOUG A. TULINO VICE PRESIDENT, LABOR RELATIONS

May 19, 2020 OFFICERS SUBJECT: COVID-19 Memoranda of Understanding We have mutually agreed with the American Postal Workers Union to extend the attached Memoranda of Understanding (MOUs) through July 17, 2020. Regarding the MOU titled Re: Temporary Additional Paid Leave for PSEs, the extension provides Postal Support Employees (PSEs) the opportunity to utilize the 80 hours of paid leave provided in the original MOU, it does not provide an additional 80 hours. Doug A. Tulino Attachments cc: Managers, Labor Relations (Headquarters) Managers, Human Resources (Area) Managers, Labor Relations (Area)

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MEMORANDUM OF UNDERSTANDING BETWEEN THE

UNITED STATES POSTAL SERVICE AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Enterprise Customer Care Centers (CCCs) Telework

Due to safety concerns surrounding the Coronavirus (COVID-19) , the parties agree that on a temporary basis, and based on operational need as determined by the Postal Service, American Postal Workers Union (APWU) bargaining unit employees are allowed to telework in accordance with the provisions described below.

Telework is defined as being able to successfully and efficiently perform the assigned duties from an alternate location.

The parties agree that the following work rules will apply to APWU bargaining unit employees at the four (4) Customer Care Centers:

• The Postal Service will provide the necessary equipmenUhardware for employees to perform the duties. EquipmenUhardware may include, laptop, Virtual Private Network (VPN) token, and access to Postal Service systems.

• Internet access is required for authorization to telework. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment availability, a MiFi device may be provided to those individuals who do not have internet access and want to telework.

• Employees will be expected to work their normal bid duty assignment from the alternate location, including breaks and lunch.

• Employees will be paid for all hours worked in accordance with the Fair Labor Standards Act (FLSA).

• Employees who work outside of, or in excess of, their normal bid duty assignment must have advance authorization from their supervisor or manager.

• Employee's work hours will be tracked through Postal Service systems and PS Form 1260, Non-Electronic Badge Reader Card.

• The contractual work hour guarantees and overtime as identified in Article 8 of the National Agreement will apply.

• While teleworking, employees are expected to minimize non-work disruptions, such as child/dependent care, personal phone calls, and visitors.

• The Postal Service is not responsible for any increase in an employee's personal utility costs that may result from the employee using his or her personally owned property as an

alternate worksite, including maintenance, insurance, or utilities (e.g., heating , electricity, or water).

• This MOU will expire May 11, 2020. The parties will revisit this issue immediately prior to this MOU's expiration to determine if extension is appropriate.

~ Vice President, Labor Relations United States Postal Service

Mark Dimondstein President American Postal Workers Union, AFL-CIO

Date: _3/19/2020 ___ _




Due to unexpected large call volumes during the Coronavirus (COVID-19) pandemic, the parties agree to the following with respect to the IT Service Desk during the temporary period covered by this MOU:

In the event call volume is such that wait time reaches 15 minutes, the IT Service Desk may be supplemented by contractors who will be permitted to respond to service calls.

On each tour that contractors respond to IT Service Desk calls, Management agrees to utilize all overtime desired lists for the IT Service Desk for that tour to the maximum extent. All employees on the overtime desired lists for the particular tour on which a contractor is used (including the applicable Off Day overtime desired list) shall be offered opportunities for overtime.

Bargaining unit employees on the IT Service Desk may be asked to respond to inquiries via documented e-mails.

This MOU is not precedent setting and shall not be cited in any forum other than to enforce its terms.

Upon expiration of this MOU, all contractor supplementation of the IT Service Desk will cease and all work will be returned to the bargaining unit.

This MOU will expire May 11, 2020. The parties will revisit this issue immediately prior to this

________________________________ ________________________________Doug A. Tulino Mark Dimondstein Vice President, Labor Relations PresidentUnited States Postal Service American Postal Workers Union, AFL-CIO

4/1/2020

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MOU's expiration to determine if extension is appropriate.

~ Doug A. Tulino

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Re: National Material Distribution Center (MDC) Bargaining Unit Telework

Due to safety concerns surrounding the Coronavirus (COVID-19), the parties agree that on a temporary basis, and based on operational need as determined by the Postal Service, American Postal Workers Union (APWU) bargaining unit employees are allowed to telework in accordance with the provisions described below.


The parties agree that the following work rules will apply to Customer Service Clerks assigned to the MDC:

• The Postal Service will provide the necessary equipment/hardware for employees to perform the duties. Equipment/hardware may include, laptop, Virtual Private Network (VPN) token, and access to Postal Service systems.

• Internet access is required for authorization to telework. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment available and carrier signal strength, a cellular device may be provided to those individuals who do not have internet access and want to telework.







• If somE: (?ustomer ?ervice Clerks will be required to report to the facility, the process for determining who will be allowed to telework will agreed upon by the National parties.

• The Postal Service is not responsible for any increase in an employee's personal utility costs that may result from the employee using his or her personally owned property as an alternate worksite, including maintenance, insurance, or utilities (e.g., heating, electricity, or water).


~ a g . Tulino icePresident,Laons

United States Postal Service





Re: Temporary Expanded Sick Leave for Dependent Care During COVID-19

For the 60-day duration of this Memorandum of Understanding, in addition to the purposes outlined in the MOU Re: Sick Leave for Dependent Care, sick leave may be used by an employee for unexpected childcare needs as a result of the COVID-19 pandemic.

Specifically, employees may use sick leave for dependent care in the event they must care for a child as a result of daycare closures, school (Pre-K through Grade 12) closures, or the unavailability of a child's primary caregiver as a result of the COVID-19 pandemic.

This MOU does not change the 80-hour-limit for sick leave that may be used for dependent care in any leave year.

Approval of sick leave for dependent care will continue to be subject to normal procedures for leave approval.

The parties will revisit this issue immediately prior to this MOU's expiration to determine if extension is appropriate.

This MOU will expire May 17, 2020.

~1);J;b0

Vice President, Labor Relations United States Postal Service




AMERICAN POSTAL WORKERS UNION, AFL-CiO

Re: Temporary Additional Paid Leave tor PSEs

For the 60,-day duration of this Memorandum of Understanding, Postal Support Employees (PSEs) will be permitted to .use up to 80 hours of paid leave for use in conjunction with the COVID-19 pandemic in the following circumstances:

• The employee Mas contracted COVID-19 or has been directly exposed to someone with COVI.D-19;

• The employee has visited ariy country identified by the Centers for Disease Control (CDC) as a level-3 country (currently China, South Korea, Iran, Italy, and most other European countries) within 14 days of the employee returning to work;

• The employee returns from a trip on a cruise ship in which an identified case of COVID-19 was detected on board the ship;

• The employee is experiencing symptoms generally associated with COVID-19; or • Consistent with the MOU Re: Temporary Expanded Sick Leave for Dependent Care

During COVID-19.

Leave used for the above purpose will· be coded as TACS Code 086, Other Paid Leave.

Except for emergencies, paid leave for the circumstances listed above must be requested on PS Form 3971, Request for or Notification of Absence, and approved in advance by the appropriate supervisor. Employees should designate the reason for the absence as "Other" and write "LC19" in the space provided.

An exception to the advance approval requirement is made for emergencies and unexpected illness; however, in these situations, the PSE must notify the appropriate postal authorities as soon as possible· as to the emergency or illness and the expected duration of the absence. As soon as possible after return to duty, PSEs must submit PS Form 3971 and explain the reason for the emergency or illness to their supervisor. Supervisors approve or disapprove the leave request.

The ·supervisor is responsible for approving or disapproving the application for paid leave by signing PS Form 3971, a copy· of which is given to the PSE. If a. supervisor does not approve an application for leave, the dis~pproved block on PS Form 3971 is checked and the reasons must be noted in writing in the space provided.

The total 80-hour allotment Will not be increased due to a P.SE's break in service during the 60-day period. Any remaining leave balance at the end of the 60-day period is forfeited.



~ 3/;f:» Vice President, Labor Relations United States Postal Service


MEMORANDUM OF UNDERSTANDING

BETWEEN THE UNITED STATES POSTAL SERVICE

AND THE AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Claims & Inquiry Clerks and Complaints & Inquiry Clerks Telework Due to safety concerns surrounding the Coronavirus (COVID-19), the parties agree that on a temporary basis, and based on operational need as determined by the Postal Service, American Postal Workers Union (APWU) bargaining unit employees are allowed to telework in accordance with the provisions described below. Telework is defined as being able to successfully and efficiently perform the assigned duties from an alternate location. The parties agree that the following work rules will apply to Claims & Inquiry Clerks and Complaints & Inquiry Clerks: The Postal Service will provide the necessary equipment/hardware for employees to perform

the duties. Equipment/hardware may include, laptop, Virtual Private Network (VPN) token, a telephone, and access to Postal Service systems.

Internet access is required for authorization to telework. Those employees who do not have

internet access should continue to report to the facility as scheduled. Based on equipment availability and carrier signal strength, a cellular device may be provided to those individuals who do not have internet access and want to telework.

Employees will be expected to work their normal bid duty assignment from the alternate

location, including breaks and lunch. Employees will be paid for all hours worked in accordance with the Fair Labor Standards Act

(FLSA). Employees who work outside of, or in excess of, their normal bid duty assignment must

have advance authorization from their supervisor or manager. Employee’s work hours will be tracked through Postal Service systems and PS Form 1260,

Non-Electronic Badge Reader Card. The contractual work hour guarantees and overtime as identified in Article 8 of the National

Agreement will apply. While teleworking, employees are expected to minimize non-work disruptions, such as

child/dependent care, personal phone calls, and visitors.

Each facility with Claims & Inquiry Clerks or Complaints & Inquiry Clerks will still require one employee to report to the facility daily. A volunteer will be solicited first. If there is not a volunteer, the junior qualified and available employee will be mandated to report to the facility.

The Postal Service is not responsible for any increase in an employee’s personal utility costs that may result from the employee using his or her personally owned property as an alternate worksite, including maintenance, insurance, or utilities (e.g., heating, electricity, or water).

This MOU will expire May 11, 2020. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if extension is appropriate.

______________________________ ______________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: April 10, 2020



AMERICAN POSTAL WORKERS UNION, AFL-CIO Re: Exception for MOU Re: Transfers – COVID-19 Related Absences The MOU Re: Transfers, Section D, states in part, “Managers will give full consideration to the work, attendance, and safety records of all employees who are considered for reassignment.” Due to the COVID-19 pandemic, the parties agree that beginning February 29, 2020 COVID-19 related absences will not be considered when reviewing the attendance record of employees requesting reassignment under the subject MOU.

___________________________ ___________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: _______________ Date: _4/22/20______________

4/22/2020




Due to safety concerns surrounding the Coronavirus (COVID-19), the parties agree that on a temporary basis, and based on operational need and availability of equipment as determined by the Postal Service, certain Human Resources Shared Services Center (HRSSC) bargaining unit employees may be allowed to telework in accordance with the provisions described below.


The operations being considered for telework are as follows:

• FMLA • PHONES • BENEFITS • RETIREMENTS/DISABILITY COUNSELINGS • OPTIONAL RETIREMENTS ADMIN • RTR • LWOP • FORM-50 TEAM • EXTERNAL HIRING • EAS/PCES/IS • JBM • RURALS • OM/IAF • CBB/NBB • CAREER SEPERATIONS • SURVIVOR BENEFITS

If some employees within the above-mentioned operations will be required to report to the facility, the process for determining who will be allowed to telework will be agreed upon by the National parties.

The parties agree that the following work rules will apply when HRSSC bargaining unit employees are teleworking:

• In order to telework, an employee must have internet access at their telework site. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment availability and carrier signal strength, a cellular device may be provided to those individuals who do not have internet access and want to telework.

• Due to limited equipment availability, employees may need to use their personal or home computers to access the Virtual Desktop Infrastructure (VOi) until equipment can be made available.

• Equipment will be made available for employees to use at their telework site based upon availability. EquipmenUhardware may include a laptop or other components.







• Upon expiration of this MOU, employees will return all postal equipment used offsite and the Postal Service will have the ability to revoke all access that was granted to enable teleworking.

This MOU will expire May 11, 2020. The parties will revisit this issue immediately prior to this MOU's expiration to determine if extension is appropriate.

~ P1~0


~~----&= #/.Jo Mark Dimondstein President American Postal Workers Union, AFL-CIO




Due to safety concerns surrounding the Coronavirus (COVID-19), the parties agree that on a temporary basis, and based on operational need and availability of equipment as determined by the Postal Service, certain Information Technology and Accounting Services (IT/AS) bargaining unit employees may be allowed to telework in accordance with the provisions described below.


The operations being considered for telework are as follows:

o Information Technology (IT) Service Desk o Computer Operations o Accounting Service Centers o IT Solutions Centers

If some employees within the above-mentioned operations will be required to report to the facility, the process for determining who will be allowed to telework will be agreed upon by the National parties.

The parties agree that the following work rules will apply when IT/AS bargaining unit employees are teleworking:

• In order to telework, an employee must have internet access at their telework site. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment availability and carrier signal strength, a cellular device may be provided to those individuals who do not have internet access and want to telework.

• Due to limited equipment availability, employees may need to use their personal or home computers to access the Virtual Desktop Infrastructure (VOi) until equipment can be made available.

• Equipment will be made available for employees to use at their telework site based upon availability. Equipment/hardware may include a laptop or other components.






• While teleworking , employees are expected to minimize non-work disruptions, such as child/dependent care, personal phone calls, and visitors .

• The Postal Service is not responsible for any increase in an employee's personal utility costs that may result from the employee using his or her personally owned property as an alternate worksite, including maintenance, insurance, or utilities (e.g ., heating, electricity, or water).

• Upon expiration of this MOU, employees will return all postal equipment used offsite and the Postal Service will have the ability to revoke all access that was granted to enable teleworking.

This MOU will expire May 11 , 2020. The parties will revisit this issue immediately prior to this MOU's expiration to determine if extension is appropriate.

~ odGgAMno Vice President, Labor Relations United States Postal Service




AMERICAN POSTAL WORKERS UNION, AFL-CIO Re: COVID-19 Emergency Considerations for Fiscal Year 2020 MS-47, TL-5 Line H Liabilities Due to the COVID-19 pandemic, the parties agree the following conditions will be applied when determining any MS-47, TL-5 Line H liabilities for Fiscal Year 2020 (FY20):

Custodians should be utilized to the maximum extent possible, including overtime, in order to ensure all necessary cleaning is completed.

Due to custodians needing to complete regular custodial team cleaning (CTC) routes and the cleaning requirements as stated in MMO-031-20, Influenza and Coronavirus Cleaning Contingency, each day a custodial employee worked his/her duty assignment between March 3, 2020, and May 17, 2020, will be given full Line H credit for the hours worked.

While a facility, or portion of a facility, is closed due to non-usage in response to the COVID-19 pandemic and a custodial route is subsequently suspended, the workhours associated with the suspended route will be deducted from the Line H liability.

o Any custodial routes that are suspended in relation to the COVID-19 pandemic will be suspended through the Custodial Workloading (CW) Software and will be unsuspended once the facility, or portion of a facility, is operational, but no later than the expiration of this agreement.

In FY20, once a custodial employee exceeds sixty (60) hours of sick leave, any COVID-19

related absences between February 29, 2020, and May 17, 2020, will reduce the Line H liabilities for that facility by seven (7) hours for each day the employee was unavailable.

The above identified emergency considerations will expire on May 17, 2020. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if extension is appropriate. This agreement does not establish precedent in any future negotiations regarding Line H liabilities. ______________________________ ________________________ 4/6/2020 Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: April 6, 2020




Re: Temporary Exception Period - Clerk Craft Staffing Function 1 & Function 4 -COVID-19

In order to accommodate those Function 1 (F1) and Function 4 (F4) installations that are experiencing high absenteeism because of the COVID-19 pandemic and the liberal leave policy, the parties agree to an exception period for F1 and F4 Level 20 and above installations as provided for below. These provisions are applicable with the signing of this MOU and will continue until May 25, 2020.

1. Available APWU bargaining unit employees, starting with career employees and including current Postal Support Employees (PS Es), within the installation will be utilized up to the maximum hours allowed.

2. For the duration of this MOU, the parties agree to an exception period for the hiring of Function 1 Mail Processing Assistants in Function 1 mail processing in excess of the 20% District PSE cap.

3. For the duration of this MOU, the parties agree to an exception period for the hiring of Function 4 Clerk Assistants in Function 4 retail/ customer services. It is understood that these employees will not count towards the 20% District PSE cap.

4. In addition the parties agree that the Postal Service will establish appropriate procedures for the temporary reemployment of annuitants as extra clerk assistants* to provide supplemental support for the duration of this MOU applicable to Function 1 and Function 4.

5. The parties agree that extra clerk assistants* and annuitants reemployed pursuant to paragraphs 2 and 3 above, will be paid at the current hourly rate for grade 6 PSEs at the time of hire. Also, reemployed annuitants will be consistent with the statutory requirements under the National Defense Authorization Act.

6. The Postal Service will provide the APWU at the national level with reports every pay period on the number of temporary extra clerk assistants* and PSEs hired in each installation and the absenteeism rate for those installations.

*Similar to Holiday Clerk Assistants

The parties will revisit this issue immediately prior to this MOU's expiration to determine if an extension is appropriate.



Date ¥:rLcJ() l


Date: __ 3_/2~7_/2~0~2~0 ___ _



AMERICAN POSTAL WORKERS UNION, AFL-CIO Re: Temporary Extension on Article 19 Notifications Timelines The parties agree to a temporary extension of Article 19 timelines outlined in the Collective Bargaining Agreement between the United States Postal Service and the American Postal Workers Union, AFL-CIO. Effective with the signing of this agreement, through May 30, 2020, timelines will be extended by thirty (30) days. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if an extension is appropriate. This MOU will expire on May 30, 2020. ___________________________ ___________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: _______________ Date: ____3/31/2020_________

3/31/2020




Re: Temporary Resources for COVID-19 Related Cleaning Requirements In order to accommodate those installations staffed by Maintenance Craft Custodians where supplemental cleaning resources are needed due to COVID-19 related absenteeism, or where postal custodians decline to do COVID-19 related required cleaning, the parties agree to the following provisions:

1. Available postal career custodians, either Full-Time Regular, or Part-Time Regular, within the facility shall be utilized up to the maximum hours allowed by Article 8. Postal custodians may volunteer to be utilized outside the facility after completing their regularly assigned duties.

2. Due to COVID-19 related absences, the Postal Service may utilize temporary contract cleaning services

where postal custodial staffing within the facility is not sufficient to provide the necessary cleaning as required by MMO-031-20, Influenza and Coronavirus Cleaning Contingency, and/or MS-47, Housekeeping Postal Facilities, up to the identified frequencies.

3. When there is a confirmed positive COVID-19 case, and the postal custodians assigned to that facility decline to do the necessary cleaning out of personal concern, the Postal Service may utilize contract cleaners to ensure that the facility has been properly cleaned in accordance with the Center for Disease Control (CDC) guidelines and related Maintenance Management Orders (MMOs). Following such cleaning, postal custodians will be utilized in the facility for normal cleaning (MMO-031-20 and MS-47).

4. This temporary contract cleaning will not impact postal custodial staffing or reduce work hours of Maintenance Craft custodial employees that are available for work at the facility. Available postal custodians will be scheduled in accordance with item 1 above. Postal custodians who decline to do the positive COVID-19 cleaning as stated in item 3 above, will not be considered available for the duration of such cleaning.

5. Where temporary contract cleaning services are used, the following will be provided to the local APWU president: copy of the contract (including the statement of work), duration of the services, name(s) of the contract custodians, and weekly schedule (subject to change based on local need).

6. This temporary agreement does not modify or alter in anyway the provisions of the current Collective Bargaining Agreement between the Postal Service and the American Postal Workers Union (APWU), including the MOU Re: Subcontracting Cleaning Services.

7. Any modifications to this agreement must be between the parties at the USPS Headquarters, and APWU National offices.

These provisions are applicable beginning March 3, 2020. This MOU will expire May 17, 2020. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if extension is appropriate. This agreement does not establish precedent in any future negotiations regarding contract cleaning.

________________________________ ________________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: April 22, 2020




Re: Customer Retention Sites Telework



The parties agree that the following work rules will apply to APWU bargaining unit employees at the twelve (12) Customer Retention sites:

• The Postal Service will provide the necessary equipment/hardware for employees to perform the duties. Equipment/hardware may include, laptop, Virtual Private Network (VPN) token, headsets, and access to Postal Service systems.

• Internet access is required for authorization to telework. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment availability, a cellular device may be provided to those individuals who do not have internet access and want to telework.




• Employee work hours will be tracked through an electronic 1260. The supervisor will check 1260 against work status in Genesys via Pulse. An Excel application is being built which will allow the employees who are teleworking to make the four (4) essential timeclock rings each work day to ensure they are properly paid. The application will be installed on each USPS computer used remotely by CRT bargaining unit employees.

• Employees will be required to log their proper status in Genesys (Ready, Not Ready, Break, Lunch, etc.)

• Employees must provide a phone number where they can be reached during their workhours so the supervisor can call them if needed.





~ Doug A. Tulino Vice President, Labor Relations United States Postal Service

Date:

Mark Dimondstein President Ameri~an Postal Workers Union, AFL-CIO

Date: '3p,i{1PZP




Re: Temporary Motor Vehicle Craft Staffing – COVID-19 In order to accommodate those Postal Vehicle Service (PVS) installations and Vehicle Maintenance Facilities (VMF) that are experiencing high absenteeism because of the COVID-19 pandemic, the parties agree to the following:

1. Available APWU bargaining unit employees, starting with Full-Time Regular MVS employees, Part-Time Flexible MVS employees and including current New Work Postal Support Employees (PSEs), within the installation will be utilized up to the maximum hours allowed.

2. The parties agree the Postal Service may utilize temporary emergency Highway

Contract Route drivers for the term of this MOU where staffing is not sufficient to provide service.

3. Any increase in VMF subcontracting of assignments/work orders in order to maintain the fleet will not impact staffing at the VMF or reduce work hours of employees available for work at the VMF. Available VMF employees will be scheduled in accordance with item 1 above.

4. This temporary agreement does not modify or alter in anyway the provisions of the current Collective Bargaining Agreement between the Postal Service and the American Postal Workers Union (APWU), including the MOU Re: Highway Contract Route (HCR) Limitation.

5. Any modifications to this agreement must be between the parties at the USPS Headquarters, and APWU National offices.

These provisions are applicable with the signing of this MOU and will continue until May 25, 2020. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if extension is appropriate. This MOU will expire May 25, 2020.

_______________________________ ________________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO Date: _______________ Date: _______________

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Re: Mailing & Shipping Solutions Center (MSSC) Bargaining Unit Telework



The parties agree that the following work rules will apply to Mailing Requirements Clerks (MRCs) assigned to the MSSC:

• The Postal Service will provide the necessary equipmenUhardware for employees to perform the duties. EquipmenUhardware may include, laptop, Virtual Private Network (VPN) token, and access to Postal Service systems.

• Internet access is required for authorization to telework. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment available, a MiFi device may be provided to those individuals who do not have internet access and want to telework.







• If some MRCs will be required to report to their domiciled facility, the decision on who will be authorized to telework will be based on the availability of equipment and health concerns in the geographic location where the employee is domiciled.




Date:


Date: _3/19/2020 ____ _

MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE

AND THE NATIONAL POSTAL PROFESSIONAL NURSES/ AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Occupational Health Nurse Telework OHNs will generally be expected to work onsite except in extenuating circumstances during the COVID-19 pandemic. However, due to safety concerns surrounding Coronavirus (COVID-19), the parties agree that on a temporary basis, and based on equipment availability and operational need as determined by the Postal Service, National Postal Professional Nurses (NPPN) bargaining unit employees may be asked to telework in accordance with the provisions described below. Telework is defined as being able to successfully and efficiently perform the assigned duties from an alternate location. The parties agree that the following work rules will apply to NPPN bargaining unit employees:

If OHNs are asked to telework, the Postal Service will provide the necessary equipment/ hardware for employees to perform their duties. Equipment/ hardware may include laptop, Virtual Private Network (VPN) token, a telephone, and access to Postal Service systems.

Internet access is required for authorization to telework. Those employees who do not have internet access should continue to report to the facility as scheduled. Based on equipment availability and carrier signal strength, a cellular device (for example, a MiFi device) may be provided to those individuals who do not have internet access and want to telework.

Employees will be expected to work their normal bid duty assignment from the alternate location, including breaks and lunch.

Employees will be paid for all hours worked in accordance with the Fair Labor Standards Act (FLSA).

Employees who work outside of, or in excess of, their normal bid duty assignment must have advance authorization from their supervisor or manager.

Employees’ work hours will be tracked through Postal Service systems and PS Form

1260, Non-Electronic Badge Reader Card.

The contractual work hour guarantees and overtime as identified in Article 8 of the National Agreement will apply.

While teleworking, employees are expected to minimize non-work disruptions, such as

child/dependent care, personal phone calls, and visitors.

The Postal Service is not responsible for any increase in an employee’s personal utility costs that may result from the employee using his or her personally owned property as

an alternate worksite, including maintenance, insurance, or utilities (e.g., heating, electricity, or water).

Upon expiration of this MOU, employees will return all postal equipment used offsite and

the Postal Service will have the ability to revoke all access that was granted to enable teleworking.

This MOU will expire May 11, 2020. The parties will revisit this issue immediately prior to this MOU’s expiration to determine if extension is appropriate. ________________________________ ________________________________ Doug A. Tulino Mark Dimondstein Vice President, Labor Relations President United States Postal Service American Postal Workers Union, AFL-CIO

4/1/20204/1/2020~




Re: Temporary Exception for Level 18 Postmasters Performing Bargaining Unit Work

For the 60-day duration of this Memorandum of Understanding {MOU), the parties agree to the following pecking order for assistance in Level 18 offices when staffing is impacted as a result of absenteeism related to the COVID-19 pandemic:

1. Available APWU bargaining unit employees, starting with career clerks and including current Postal Support Employees (PSEs), within the installation will be utilized up to the maximum hours allowed.

2. Available part-time flexible {PTF) and current PSE employees in offices outside the installation will be utilized in accordance with the "PTF Hub Agreement", Questions and Answers: Part-Time Flexible Clerks Working in Other Installations and MOU Re: Assignment of PTF Hub Clerks.

3. If items 1 through 2 above do not provide sufficient coverage, Postmasters/Supervisors in Level 18 offices will be permitted to perform bargaining unit work in excess of fifteen (15) hours per service week.

4. Postmasters/Supervisors will continue to document the bargaining unit work performed in the Web 1260 application.



~ Doug A. Tulino Vice President, Labor Relations United States Postal Service

Date: 5/?lj'..;z_o


Date: 3/:it/@ZO

Documents

J!!!I UNITEDST/JTES · 2020-05-19 · 475 L’ENFANT PLAZA SW WASHINGTON DC 20260-4100 DOUG A. TULINO VICE PRESIDENT, LABOR RELATIONS May 19, 2020 OFFICERS SUBJECT: COVID-19 Memoranda